Ever since the Supreme Court overturned the use of affirmative action in college admissions earlier this year, organizations have been abandoning their DEI programs and Chief Diversity Officers at an alarming rate. Is this because they’re concerned about future legal challenges from anti-affirmative action groups? Is it because they really weren’t committed to diversity? Is it because they positioned diversity and DEI programs so narrowly that they couldn’t be successful? I believe it’s a little bit of all, but mostly because of how diversity and DEI has been positioned.
Continue reading “What Most People Get Wrong About Diversity & DEI”WEEKEND READS – August 18, 2023
The Elite Leadership Insights newsletter publishes Weekend Reads each Friday with resources from some of the top academic and business leadership minds. It is a resource for you to utilize as you continue your leadership journey and packaged so you can casually read them over the weekend. Continuous learning is a critical part of leadership improvement. In each Weekend Reads you will find links to articles, videos, podcasts and other resources, as well as some recommended leadership books.
Continue reading “WEEKEND READS – August 18, 2023”3 Steps to Take Now to Fortify Your DEI Program With Data
In the wake of the recent Supreme Court ruling outlawing affirmative action in college admissions, other organizations need to realize that the same type of ruling could come their way. Therefore, they need to take steps now to incorporate quantitative means to document their promotion and selection choices.
Continue reading “3 Steps to Take Now to Fortify Your DEI Program With Data”Utilizing an Evidence-Based DEI Strategy
The most frequent arguments against DEI initiatives are focused around competence and merit. On competence, they argue that a less competent person is receiving an opportunity because they are from a historically disenfranchised group. In actuality, less competent people have been receiving opportunities because they were from the majority population and/or had a relationship that provided them an unfair advantage for decades.
Continue reading “Utilizing an Evidence-Based DEI Strategy”Advancing Your DEI Initiatives With Data
Implementing a diversity, equity and inclusion (DEI) program requires an organization-wide cultural change. This change needs to start from the top and permeate throughout every level. Some of the areas impacted by the change include promotions, assignments, hiring practices and resources planning. Additionally, individual managers will need to change the way they select or recommend people for an opportunity as well as embrace new processes while selecting from a broader pool of qualified candidates.
Continue reading “Advancing Your DEI Initiatives With Data”